scholarly journals Improvement of Algorithms and Procedures of Decision Support in the Field of Personnel Management

2019 ◽  
Vol 8 (4) ◽  
pp. 2128-2132
Keyword(s):  
Decision Making ◽  
Decision Support ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Personnel Selection ◽  
Modern World ◽  
Fuzzy Environment ◽  
Support Decision Making

In current conditions, the staff is considered as the leading resource of the organization. The theory that defines personnel as costs, which, above all, should be reduced, has been replaced by the theory of human resource management. Under this theory, the staff is one of the primary resources of the organization that must be properly managed, create optimal conditions for its development, and invest the necessary funds in this. The problem of selecting personnel for a position belongs to the category of loosely structured tasks that traditionally boil down to decision making. That is why the challenge of improving the algorithms and procedures for decision support in the field of personnel management is very relevant in the modern world. The article substantiates the need to use intelligent technologies to support decision-making in human resource management tasks. The specific features of the personnel selection problem are highlighted, immersing the latter in a fuzzy environment. A multi-scenario approach is described for solving the problem of hiring, which takes into account the importance and ambiguity of indicators characterizing applicants for the position, as well as the nature of the requirements of employers.

Employment-Related Drug Testing: Idiosyncratic Characteristics and Issues

1997 ◽  
Vol 26 (1) ◽  
pp. 77-87 ◽  
Author(s):  
Winfred Arthur ◽  
Dennis Doverspike
Keyword(s):  
Resource Management ◽  
Job Performance ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Personnel Selection ◽  
Drug Testing ◽  
Related Drug ◽  
Management Professionals ◽  
Employment Tests

In the field of personnel and human resource management, many discussions of drug testing have taken a perspective which treats drug testing as analogous to the use of other common personnel selection devices, such as employment tests. This paper identifies and examines certain idiosyncratic issues and characteristics of drug testing compared to other selection devices. These unique features differentiate drug tests and testing, and their use from other types of pre-hire predictors of job performance. The implications of these idiosyncrasies for both human resource management professionals and public personnel management practitioners are highlighted and discussed.

HRM: A Case of the Wolf in Sheep’s Clothing?

1990 ◽  
Vol 19 (2) ◽  
pp. 3-9 ◽  
Author(s):  
Tom Keenoy
Keyword(s):  
Decision Making ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Strategic Decision ◽  
Strategic Decision Making ◽  
Moral Issues ◽  
Personnel Practice

Paradoxically, the emergence of Human Resource Management (HRM) represents both a challenge and an opportunity to the practice of personnel management. Conventional personnel management is being out‐moded to be superseded by an approach to employees which seemingly promises to put “people issues” at the centre of strategic decision making. The debate about HRM has been confused and confusing because it has failed to clearly identify the distinctive forms of management – as well as personnel – practice to which the term HRM has been applied. This confusion only serves to mask the important moral issues HRM poses for personnel practitioners.

scholarly journals METHODOLOGICAL APPROACH TO THE HUMAN RESOURCE MANAGEMENT IN VIRTUAL ORGANIZATIONS

2018 ◽  
Vol 3 ◽  
pp. 3-11 ◽  
Author(s):  
Masuma Mammadova ◽  
Zarifa Jabrayilova
Keyword(s):  
Decision Making ◽  
Resource Management ◽  
Human Resources ◽  
Human Resource Management ◽  
Human Resource ◽  
Methodological Approach ◽  
Human Resources Management ◽  
Virtual Organizations ◽  
Fuzzy Environment ◽  
Late Twentieth

In each organization, the goal of human resource management (HRM) is to form, employ and develop human resources. The massive spread of Internet technologies and the globalization of the economy in the late twentieth century have allowed the enterprises to form a temporary partnership, and subsequently have led to the formation and expansion of virtual organizations (VO) by establishing these relationships over the Internet. Unquestionably, the success of VO depends on appropriate organization of HRM and selection, deployment, socialization, motivation and evaluation of employees and partners. In this regard, this paper analyzes the features of HRM in VO and proposes methods for the recruitment and assessment of the performance of virtual employees (contractors). The article analyzes the specific features of HRM in VO. The issues of HRM in VT are characterized as decision-making in fuzzy environment. Based on the peer comparison of expert estimates for the alternatives, including on the hierarchical analysis method, detection of the contradictions in the expert estimates and multiplicative aggregation methods, a decision making technique is proposed for the recruitment of the employees. Assessment of the virtual employees’ performance to achieve overall objective of the organization is formulated as a decision-making process in distributed environment and appropriate decision-making methods are proposed. The proposed approach is a methodological framework for decision support for human resources management in virtual organizations. This system can support more objective and scientifically justified decision-making on presented task. It can also enable VO to be more "reliable" in relation to the "trust" component for the formation of VO, which is the key point for the increase of the effectiveness of VO.

Organization Theory and HRM

2009 ◽  
Author(s):  
Tony J. Watson
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Organization Theory ◽  
Work Organizations ◽  
Organizational Processes ◽  
Organizational Activity ◽  
The Future ◽  
The Way

This article aims to identify the contributions that have been made by ideas from organization theory to our understanding of the organizational activity of human resource management — and its earlier ‘personnel management’ manifestation. Attention is also given to ways in which greater use might be made of organization theory in the analysis of HRM activities and processes in the future. HRM processes are organizational processes. They occur within all work organizations and they cannot be understood separately from the way in which organizations themselves are perceived.

The Human Resource Factor in Small Business Decision Making

1985 ◽  
Vol 10 (2) ◽  
pp. 53-62 ◽  
Author(s):  
Joseph R. Rocha ◽  
M. Riaz Khan
Keyword(s):  
Decision Making ◽  
Resource Management ◽  
Small Business ◽  
Human Resource Management ◽  
Human Resource ◽  
Small Firms ◽  
Counseling Program ◽  
Business Decision ◽  
Functional Areas ◽  
Resource Factor

Activities of a group of small firms were studied over a six-year period to determine the manner In which their performance reflected the results of a counseling program. The effects of counseling In a number of functional areas were explored. Findings of the Investigation suggest that while adequate attention to marketing, financial, and technological matters Is essential, firms that Ignore the requirements of sound human resource management may fall to remain competitive.

INNOVATION IN PERSONNEL MANAGEMENT OF ORGANIZATION

2017 ◽  
Vol 6 (2) ◽  
pp. 11-14
Author(s):  
Тавасиева ◽  
Z. Tavasieva ◽  
Позмогов ◽  
A. Pozmogov
Keyword(s):  
Control System ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Personnel Management ◽  
Development Strategy ◽  
Effective Work ◽  
Urgent Task ◽  
The Development Strategy ◽  
Innovative Solutions

In modern conditions of managing in the organizations introduction of innovative technologies in the sphere of human resource management becomes an urgent task. The most important factor of realization of innovative solutions of the tasks arising in modern collectives are personnel innovations. They are based on need of close interrelation of the development strategy of the company with planning of personnel; to assessment of extent of influence of costs for work with shots on economic indicators of production; formation of necessary amount of competences, professional skills for effective work in labor market. The main directions of innovative personnel technologies, and also forms of their realization in a control system are defined. The model of work with innovations in a personnel management system is offered. Dependences of introduction of innovations in human resource management with the solution of specific objectives, and also their basic orientations are established. It is claimed that a main goal of in human resource management, is providing the organization by the employees capable to the innovative ideas and technologies of their embodiment.

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